Natural Necessity, Objective Chances and Causal Powers :: Philosophy Philosophical Essays

Natural Necessity, Objective Chances and Causal Powers ABSTRACT: Are the relations between the property of a thing and its related disposition to react in certain ways, and between the triggering of that disposition and the consequent effect, necessary? Harrà © and Madden, in their analysis of causal powers, said they are, but their arguments are not persuasive. Humeans like Simon Blackburn deny it. I criticize the Humean position, and argue afresh for their necessity. I note that David Lewis' analysis of causation requires their necessity, though as a confessed Humean he has not admitted this. There is an interesting convergence among several recent theories of causation. They describe causes as events of a kind which increase the objective chance of events of other kinds, which are their effects. The theories I have in mind are those of David Lewis (1986, 1994), D.H. Mellor (1995), and Peter Menzies (1996). They attribute various other properties to causes, but all agree that this is an important and necessary fact about them. Thus, dropping a crystal wine glass onto a hard floor can be said to have caused it to shatter because it increased the probability of its shattering at that time, since whenever a piece of crystal glass is struck by a hard object, it will very probably shatter. Such generalizations relating cause and effect can be understood as being true of something because of one of its properties. For instance one can say: if something has the molecular structure of crystal glass, then if it is hit by a hard object it will very probably shatter. The generalization relating cause and effect can then be seen as a disposition of the thing whose property makes it true. In this case it amounts to saying that things which have the molecular structure of crystal glass are fragile. More generally, the generalizations involved in causation are of the following form: if something has a certain property, then if it comes into a certain relation with something else, it will result in another event, with a certain objective probability. Call this generalization [G]. This generalization looks very much like the analysis of causal powers offered by R.Harrà © and E.H. Madden (1975). They defined the causal power of a thing in terms of its disposition to behave in certain ways in certain circumstances because of its nature. They wrote: "'X has the power to A' means 'X will or can do A, in the appropriate conditions, in virtue of its intrinsic nature' (p.

Models of decision making Essay

When we speak of rational behavior, we should remember that our focus in this discussion is not on making decisions, but rather on how to support the process of making decisions. Managers are change agents, not just decision makers, so the steps before and after a decision are as important as the actual choice of action. Preparatory steps include creating tension for change, understanding the positions of the various constituencies, and developing political support for a chosen action. Steps after the decision include naming the change monitor and identifying the monitoring methods. Therefore, the mission of good information system is broader than just collecting data to make a choice. Designers of information systems must understand not only how managers think but also how the decision process will be implemented in the managers’ environment. An information system that is well design is an information system that is used. Thus, an information system, in order to be useful, must be implemented. To understand the implementation process better, we review three models of organizational decision making rational, administrative, and political. The Rational Model. The rational model of decision making was introduced earlier in this chapter. It is based on the logic of optimal choice: the choice that would maximize value for the organization. The manager is assumed to be an objective, totally informed person who would select the most efficient alternative, maximizing whatever amount and type of output s/he values. We can summarize the rational choice process as follows: 1. An individual is confronted with a number of known alternative courses of action. 2. Each alternative bears a set of possible consequences. These consequences are known and are quantifiable. 3. The individual has a system of preferences or utilities that permits him or her to rank the consequences and choose an alternative. There is no empirical support for the contention that these three phases are actually used. In reality, managers seldom have the time or money to analyze all alternatives or envision all consequences. If rationality were ever-present among members of an organization, the organization would appear as a coherent and rational  policy-making entity that maximizes the attainment of a unique set of goals and has no internal conflicts. In other words, a rational decision process implies a rational organization. A rational organization is an organization that has (1) centralized power, (2) harmony and consistency of goals across boundaries, and (3) members who are objective, fully informed, and inclined to choose alternatives that maximize the common good of the organization. The rational model represents a sanitized vision of how organizations make decisions. In reality, organizations often seem more like complex groups of coalitions fighting for shares of limited resources, and using multiple sources of information with varying reliability to achieve a set of fluid goals. Individuals within organizations typically have widely divergent perceptions and goals and act to maximize their own gains, not necessarily those of the organization. Because of this disparity between the rational model and reality, we prefer to accept the rational model primarily as a benchmark for comparing the remaining two organization decision-making processes. In searching for a more realistic description of how organizations make decisions, we turn to the satisficing, or administrative, model. The Administrative Model. The quest for a more realistic description of organization decision making produced a variation called the administrative model. This model sees decision makers as people with varying degrees of motivation who are besieged by demands but have little time to make decisions and thus seek shortcuts to find acceptable solutions. Under the administrative model, a decision maker does not try to optimize but instead â€Å"satisfices† treats objectives as loose constraints that can tighten if there are many acceptable alternatives that fulfill those constraints. While optimization would require choosing the alternative with the highest value, satisficing requires finding the first alternative with an acceptable value, that is, an alternative with a value above a minimally acceptable level on a given constraint. Assume you had a car you wanted to sell. If you listed your car for $2,500 and had 10 offers, you could choose with either method. With the rational method, you would determine which offer had the highest value in terms of conditions and price. With the satisficing model, you would accept the first offer that met your lowest acceptable price. Satisficing may lead to a reduced decision quality, but it saves time and effort. Satisficing is a dynamic construct: the aspiration levels of the manager and the number of alternatives determine what is a â€Å"feasible, good enough solution.† It has been pointed out that satisficing is an appropriate (i.e., rational) strategy when the cost of delaying a decision or searching for further alternatives is high in relation to the expected payoff of the supposedly superior alternative. When you take into consideration the costs related to extended search, it is questionable whether the optimum procedure is to search for the optimum value. When a decision has been reached and the solution to the problem implemented and found to be acceptable, then the organization institutionalizes the procedure used to solve the problem into astandard operating procedure (SOP). SOPs are rules, programs, and routines that are invoked by managers to gain time and to avoid the task of solving a problem from scratch each times it appears. Sometimes managers invoke those SOPs when the organization is facing a similar but not identical problem to the one that the SOP originally solved. Since SOPs are often processes that worked once but nobody is quite sure why or whether it was the best way to solve the original problem in the first place. SOPs are not always the time-savers they are supposed to be. Once implication of having rationally bounded decision makers in organizations is that organizations cannot be seen as single entities. Rather, problems are broken down and assigned to specialized units within the organization that develop their own priorities and goals. These goals, sometimes termed subgoals, may not agree with the organization’s overall goals. This phenomenon has been called local rationality.3 Using the perspective, organizations could be viewed as constellations of loosely allied units, each having a set of SOPs and programs to deal with its piece of the problem. As time passes, these units become more distinct and their subgoals more entrenched. These divergences are enhanced by increasingly distinct perceptions of priorities, information, and uncertainty; they are further reinforced by recruitment, rewards, and tenure. When these tendencies are very strong, the loose alliance of organization units breaks down into â€Å"organized anarchies.† In the extreme case, coalitions are created with conflicting interests. This leads us to the political model of rationality. You should note that the term political does not imply that this model is only relevant in the public  (government) sector; rather the term applies to a type of organization that may exist in any industry or industry sector. The Political Model. In contrast to the rational model, players in the political model (often referred to as incrementalists) do not focus on a single issue but on many intraorganizational problems that reflect their personal goals. In contrast to the administrative model, the political model does not assume that decisions result from applying existing standard operating procedures, programs, and routines. Decisions result from bargaining among coalitions. Unlike in the previous models, power is decentralized. This concept of decision making as a political process emphasizes the natural multiplicity of goals, values, and interests in a complex environment. The political model views decision making as a process of conflict resolution and consensus building and decisions as products of compromise. The old adage, â€Å"Scratch my back and I’ll scratch yours,† is the dominant decision-making strategy. When a problem requires a change n policy, the political model predicts that a manager will consider a few alternatives, all of them similar to existing policy. This perspective points out that decisions tend to be incremental— that managers make small changes in response to immediate pressures instead of working out a clear set of plans and a comprehensive program. This incrementalist approach can be seen as the simplest or most extreme form of satisficing. The incremental approach of the political model allows managers to reduce the time spent on the information search and problem definition stages. Incremental decision making is geared to address shortcomings in present policy rather than consider a superior, but novel, course of action. In the political model, the stakeholders have different perception, priorities, and solutions. Because stakeholders have the power to veto some proposals, no policy that harms a powerful stakeholder is likely to triumph even if it is objectively â€Å"optimal.† Our purpose in reviewing these models of organizational decision making is to highlight the realities of decision making that must be recognized when developing or acquiring information systems. If the designer of an I/S assumes that the rational model is a valid representation of the way a given organization is being managed when in fact the political model is a more valid description, s/he may encounter serious implementation  problems. For example, access to information can be very sensitive issue, since in politics, â€Å"information is power.† If managers discover that once a new information system is implemented they will no longer have access to certain data, it is quite possible they will resist the implementation effort. When we consider the issue of organizational decision making, it is important to recognize that the structure of the organization has a strong influence on how and when information is communicated and who gets involved in what decisions. We now turn our attention to the issue of organizational structure.

Merger Analysis Essay Example For Free At Magic Help - Free Essay Example

Sample details Pages: 8 Words: 2411 Downloads: 4 Date added: 2017/06/26 Category Business Essay Type Analytical essay Tags: SWOT Analysis Essay Did you like this example? Mergers and acquisitions have long been an established form of corporate development to increase the strength of a business in an array of areas. The logic behind the Daimler and Chrysler merger was obvious, with Neubauer et al (2000) elaborating that it would potentially make the company an automobile powerhouse internationally and not just in mainland Europe. Furthermore, both companies felt that they were individually too small to challenge on a global scale in the long term. Don’t waste time! Our writers will create an original "Merger Analysis Essay Example For Free At Magic Help" essay for you Create order Chrysler were in agreement and believed the merger would generate enhanced prosperity. In 1998 Daimler paid $38 billion to takeover Chrysler in a horizontal merger (The Economist, 2000). The advantages of such a formidable merger are massive, with Gaughan (2007) believing that the primary benefits of a merger are synergy, value creation and competitive advantage. The merger of Disney and Pixar has symbolised these benefits with Barnes (2008) indicating that since 2006 Disneys stock rose by 28% in 2008 and revenue streams have continued to increase substantially. The two firms adopted a united approach, utilizing their expertise to increase the quality of their products. With Daimler ranked 17th and Chrysler 25th globally in 1988, the amalgamation would undoubtedly boost the value of the combined company, whilst also exploiting economies of scale which would allow the company to maximise profits, increasing share value. The sum of the whole was anticipated to be greater than the two p arts. The merger was claimed to be a merger of equals where the expertise and knowledge of the two companies would be combined to forge high quality marketable products. In reality this was not the case with Daimler thrusting their authority over Chrysler by installing German executives into senior positions within Chrysler. The scale of the failure of the DaimlerChrysler merger was illustrated when Daimler sold Chrysler to Cerberus for $7.8 billion in 2007, an astounding loss on what they had invested for Chrysler. Jensen and Ruback (1983. P.43) stated that on average target shares increase in price from 16% to 30% around the date of the tender offer. This does offer reasoning for why Daimler incurred such a loss. However, the issues are much more complex than this simple explanation. Jensen and Ruback (1983) believed such direct action was critical for corporate control. Sudarsanam and Mahates (2006) research would support this claim as they identified that hostile takeovers in nature tended to produce higher returns than a friendly takeover. From this aspect such a strong action was recommendable to achieve control. Johnson and Scholes (2000) believed a SWOT analysis was an effective method isolating the opportunities gained from a merger. Indeed such an analysis portrayed that the merger would allow massive market power growth, value creation and competitive advantage. A SWOT analysis in regards to the merger has been created below to illustrate the strengths, weaknesses, opportunities and threats of the merger. Daimler and Chrysler Merger SWOT Analysis Strengths Savings through economies of scale Large corporate brands Increased capital strength Competitive advantage through size Weaknesses Difficult to control and direct such a large organisation Two diverse cultures (European American) to infuse Different customer bases Opportunities Entry into new markets (Particularly Asia) and market expansion Innovation through combined expertise Potential to become a dominant market leader Threats Such a large merger can be high risk to the existence of both companies Newly formed DaimlerChrysler lacks any corporate identity, customers may not align with it Cultural Differences Matsumoto (1996, p.16) defined culture by stating that culture is the set of attitudes, values, beliefs and behaviours shared by a group of people, but different for each individual, communicated from one generation to the next. In contrast to the thought of Jensen and Ruback (1983) the ousting of management violated the long established culture within Chrysler, which in turn was the catalyst for the cataclysmic failure that was the DaimlerChrysler merger (Neubauer et al, 2000). Employees resisted the European style which caused great conflict and tension between the two organisations. Incidentally, this compromised the communication process, resulting in poor products and disappointing sales in relation to the size of the merger. Pritchett (1997, p.7) identified a failure rate of 61% in acquisition programs, with failure defined as not earning a significant return. This was very much the case for DaimlerChrysler, with the BBC (2000) reporting a record low share price of $42.79 fro m a high of $108 in 2000 for the company. Just two years into the merger performance was plummeting. The BBC (2000) also revealed that in contrast the merger of equals the Daimler chairman, Jurgen Schrempp actually viewed Chrysler as a division of Daimler and not as a partnership. As eluded to above, Schrempp directed Chrysler as a European company by replacing Jim Holden, the Chrysler president with Dieter Zetsche. Forcing this European style programme of change was greatly contested and fuelled disengagement from staff at Chrysler. Through Scheins (2010) theory of The Organisational Iceberg it is clear to isolate culture as an area which can be one of the most challenging barriers to introducing change. Schein (2010) attributed culture as part of the informal organisation which influences values, beliefs and conflict. If this is not confronted then attempt to integrate change will become extremely difficult (Senior and Swailes, 2000). Gertsen et al (1998) proposed that this fierce resistance to change was due to the fact that employees emphasise cultural differences to demonstrate their distinctiveness and social identity. Hofstedes (2002) Cultural Dimensions Theory found that culture within different organisations was influenced by which country they resided in. He developed the dimensions of national cultures which consisted of the power distance index, individualism versus collectivism, uncertainty avoidance index, masculinity vs femininity, long term orientation versus short term orientation and indulgence versus restraint. Hofstede (2002) found that these dimensions all varied in organisations depending on what their national identity was. From this it is clear to appreciate the huge problem of attempting to amalgamate a European and an American culture as there are so many variables. Daimler was very rigid and bureaucratic with Chrysler in contrast being much more informal. Daimler and Chrysler by their very cultures were incompatible, stressing the need for an effective change management programme. Haslam and Ellemers (2005) believed that there was positive correlation between the level of employees social identification towards the organisation and performance. It is apparent that a key reason for DaimlerChryslers drop in share price in 2000 was due to many of Chryslers employees seeing little association with themselves and their counterparts of Daimler. The companies in isolation varied in so many ways. For instance Daimler had a brand image of being a high end luxury brand while Chrysler was a low end cars and trucks manufacturer. These contrasts meant defining the very identity of the merger was plagued by paradoxs which meant both employees and customers failed to connect to DaimlerChrysler. Daimler had instilled a great emphasis on the operational and business synergies of the merger, seemingly ignoring the implications of culture. Human Resource Management The investment decision is one that is integral to any success of the allocation of capital by a company. Pike et al (2012) stated that the investment decision is the decision to commit the firms financial and other resources to a particular course of action. With culture being the predominant factor of the DaimlerChrysler mergers demise, the HRM policies of the chairman at any given time were equally responsible. Daimler had envisioned lucrative rises in profit yet they failed to invest in a strategic human resource management process which would introduce the desired change in an effective manner (Gaughan, 2005). Schuler and Jackson (2001, p.239) attributed the importance of HRM to the interpretation that companies today need to be fast growing, efficient, profitable, flexible, adaptable, future ready and have a dominant market position. HRM is critical to implementing these factors which the DaimlerChrysler merger had lacked greatly, providing evidence as to why in the 21st cent ury specifically that they crumbled. The transition of management and integration must be done in a systematic and people orientated approach (Schuler and Jackson, 2001). The HR issues associated with mergers can be categorised into two unique phases; Pre-Merger: Involves an analysis of the cultural differences and other issues such as the impact on employee morale. This stage reinforces the need for human resource planning as such an analysis would demonstrate major challenge. Solutions to such difficulties would be to modify the recruitment and development process whilst introducing specific appraisal systems. The protracted difficulties would be allocated an effective change management plan by the HRM department. However, Daimler critically undervalued this crucial aspect of a potential merger, which would have long term effects as explained. Post-Merger: The reality of the impact of the merger on HR related areas is revealed at this stage. The diverse HRM practices can uns ettle staff, with Chryslers staff resenting the European style of management, resulting in high levels of intransigence. Such emotional reaction diverts staff focus away from productivity, contributing heavily to laboured performance. The workshops devised by Daimler were not extensive enough to combat the massive cultural gap. It is imperative that strategic HRM is implemented to adjust a companys HRM strategy to that of the business strategy. For example Cisco has a culture constructed around risk taking and ambition. If they find that a protracted merger does not embody these values then they will refuse to force their culture on to a company, abandoning the prospect of the merger, such is the scale of problems which culture can present. There was also serious contemplation of separate headquarters such was the dismal level of communication between the two firms. Directions need to be from a centralised power source who is respected with Handy (1993) suggesting that this was t he ideal way to assume control and maintain effective decision making. Chryslers flat structure when compared to Daimlers hierarchical structure made it extremely difficult to initiate any HRM directives as both companies had different ways of doing so. The post-merger stage caused unprecedented difficulties for the merger as a result of little pre-merger analysis being undertaken. The cross-cultural differences were allowed to manifest into a massive concern with both Schrempp and Zetsche underperforming in their roles as chairmen of the merger. They distinctly did not commit their resources to developing training programmes which would have aided the alignment of Chryslers staff to that of the overall vision of Daimler. Tannenbaum and Yukl (1992) firmly contested that staff training was an area which should be reviewed regularly to ensure staff are being trained in accordance with the strategy of this business. Daimler did initiate HRM policies, but there was a lacking in depth. R egular staff appraisals and cross cultural learning days would have been methods of narrowing the gap between culture (Tannenbaum and Yukl, 1992). Conclusion From analysing the development and subsequent failure of the DaimlerChrysler merger it is abundantly clear that HRMs involvement in the change management process is integral. To overcome cultural issues, a tailored strategic HRM policy must be implemented such is the formidability of cultural factors. Daimler failed to realise just how potent the resistance of change can be and that as explained, originates from the informal structure of a company. It is undeniable that the Daimler and Chrysler merger had the potential to dominate the automobile industry due to their individually established size and profit margins. However, it was a mammoth failing as the two companies in reality were never able to amalgamate into a single corporate identity. AOL and Time Warner was a similar failing with the $164 billion deal eventually resulting in Warners stock diving by 80% (Bewkes, 2010). AOLs problem was that they did not anticipate that wireless internet and other relevant technology would revolutionise the broadband industry. They failed just like Daimler to analyse their threats and assess whether such a merger was of value. The Daimler and Chrysler merger was only a failure because Daimler underestimated the power that culture can forge. Strictly speaking, the merger for both companies was disastrous due to the stark culture gap, but equally so, this challenge was not managed effectively by the relevant departments. Perhaps the collapse of this huge merger can be embodied by Daimlers chief of passenger cars, Juergen Hubbert who is quoted as saying we have a clear understanding: one company, one vision, one chairman, two cultures (The Economist, 2000). Reference List Barnes, B. (2008) Disney and Pixar: The power of the prenup. The New York Times. [Online] Available from: https://www.nytimes.com/2008/06/01/business/media/01pixar.html?pagewanted=all_r=0 BBC. (2000) DaimlerChrysler shares hit new low. [Online] Available from: https://news.bbc.co.uk/1/hi/business/1090975.stm Bewkes, J. (2010) AOL merger was the biggest mistake in corporate history, believes Time Warner chief Jeff Bewkes. Telegraph. [Online] Available from: https://www.telegraph.co.uk/finance/newsbysector/mediatechnologyandtelecoms/media/8031227/AOL-merger-was-the-biggest-mistake-in-corporate-history-believes-Time-Warner-chief-Jeff-Bewkes.html Gaughan, P.A. (2005) Mergers: What can go wrong and how to prevent it. New Jersey: John Wiley Sons, Inc. Gaughan, P.A. (2007) Mergers, acquisitions and corporate restructurings. 4th ed. New Jersey: John Wiley Sons, Inc. Gertsen, M.C., Soderberg, A.M. and Torp, J.E. (1998) Cultural dimensions of international mergers and acqui sitions. Berlin: De Gruyter. Handy, C. (1993) Understanding organizations. 4th ed. England: Penguin Books. Haslam, S.A. and Ellemers, N. (2005) Social identity in industrial and organizational psychology: Concepts, controversies and contributions. International review of industrial and organizational psychology, 20 (1), pp.39-118. Hofstede, G. (2002) Cultures consequences: Company values, behaviours, institutions and organizations across nations. 2nd ed. Great Britain: SAGE Publications, Inc. Jensen, M. and Ruback, R.S. (1983) The market for corporate control: The scientific evidence. Journal of Financial Economics, 11 (4), pp.5-50. Johnson, G. and Scholes, K. (2000) Exploring corporate strategy. Harlow: Pearson education. Matsumoto, D. (1996) Culture and psychology. CA: Brooke/Cole. Neubauer, F., Steger, U. and Radler, G. (2000) The Daimler/Chrysler merger: The involvement of the boards. Corporate Governance: An International Review, 8 (4), pp.375-387. Pike, R., Neale, B. and Linsley, P.M. (2012) Corporate finance and investment: decisions and strategies. 7th ed. Great Britain: Pearson Education Pritchett, P. (1997) After the merger: The authoritative guide for integration success. Texas: Pritchett and Associates, Inc. Schein, E.H. (2010) Organizational culture and leadership. 4th ed. San Francisco: Jossey-Bass. Schuler, R and Jackson, S. (2001) HR issues and activities in mergers and acquisitions. European Management Journal, 19 (3), pp. 239-253. Senior, B. and Swailes, S. (2000) Organizational Change. 4th ed. Edinburgh: Pearson Education Limited. Sudarsanam, S. and Mahate, A.A. (2006) Are friendly acquisitions too bad for shareholders and managers? Long term value creation and top management turnover in hostile and friendly acquirers. British Journal of Management, 17 (1), pp.10-17. Tannenbaum, S and Yukl, G. (1992) Training and development in work organizations. Annual Review of Psychology, 43 (2), pp.339-441. T he Economist. (2000) The DaimlerChrysler emulsion. [Online] Available from: https://www.economist.com/node/341352

Essay about Morals and Ethics - 1134 Words

Plato, Aristotle, Augustine, and Nietzsche all had their own ideas for which one could reach happiness in his/her life. All have similarities in there reasoning except Nietzshe, who contradicts the others entirely. Plato states that to understand virtue is happiness. In turn virtue suffices for happiness and is necessary. Also he intuits that human reasoning prevails over spirited element or a person?s appetite. Aristotle?s arguments relate with Plato, but he builds more to it and finds his own answers. He agrees that all people desire happiness and virtue is necessary for happiness. In same mind with Plato, Aristotle says happiness comes from perfecting our minds and characters. Unlike Plato, Aristotle questions and concludes that virtue†¦show more content†¦I find that all the views are a bit primitive. If any of the mentioned people were alive in the world today his views would be dramatically changed. 2. The Platonic virtue of justice consists with that of the human soul, the virtues Plato holds important, and personality types of the people. Justice is the virtue of the soul and it allows it to perform its function well. To live happily and morally one must be just. One who understands goodness will comprehend Plato?s Idea of the Good. He finds that wisdom and courage are needed virtues. As these virtues are understood they work in harmony and lead to the virtue of temperance. The soul is now enabled to perform its function well. Justice follows from this harmony. To be virtuous one must be in accordance with the right conduct. Plato states our actions must reflect the desired inner harmony of our soul. Right conduct is that which promotes, sustains, or issues from virtuous character. One must look at the effects of his/her actions and decide if it leads to a virtuous soul and character. 3. Plato and Aristotle reason that ones functions relate to the metaphysical. Plato created the titles of ?the world of forms? and ?the world of shadows?. The world of forms is based on the spiritual and the world of shadows is what is physical. His focus is on the importance of what is spiritual. His teleology focuses on the soul. Aristotle?s views are slightlyShow MoreRelatedMorals Vs. Ethics : Morals And Ethics Essay1374 Words   |  6 PagesMorals vs. Ethics Morals and ethics are often thought of as interchangeable terms, and both can be applied in various situations. Morals are ultimately the â€Å"groundwork† for ethics. However, the two nouns have a distinct meaning. Morals are internal principles that a person focuses upon when deciding between right or wrong conduct. A person’s true character can be revealed by understanding that said person’s morals. 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Ethics as explained previously explained are a set of principles to better guide human behavior. Morals also function similarly. Morals assume that human nature has an affinity for good rather than evil and injustice. Combining these two principles moral s and ethics make sure we make moreRead MoreMorals and Ethics1023 Words   |  5 PagesMorals and Ethics in Society Kalob Lisk Rasmussen College Author Note This paper is being submitted on July 14, 2016, for Thomas Santangelo’s B406 Business Law and Ethical Behavior course. Morals and Ethics in Society Morals and ethics in society play major roles in our lives and our work environments and I am more than happy to write this research paper to help explain the similarities and its key differences. And this research paper will also include where both morals and ethicsRead MoreMoral Ethics1041 Words   |  5 Pagesdimensions. Each organization’s culture is unique to it and it governs the acceptable and unacceptable behaviors of its members (Turner, 1998). In dealing with criminal justice ethics, organizational culture may influence the level at which ethics would be applied. Additionally, when handling matters of police misconduct, ethics are likely to be compromised. This assertion is due to some organizational cultural practices practiced by most police departments. For instance, when dealing with misconductRead MoreEthics, Moral, And Moral Theory927 Words   |  4 Pagesis the aim of moral (ethical) theory that you learned from the reading? Elaborate on this by explaining how you think that having a clearer understanding of ethics can affect your life. The purpose and aim for moral theory has to do with the desire to have some method to follow when we reason about what is morally right and wrong. 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I will state my opinion on the questions asked with either yes or no, and give my reasoning on why I feel that way. My opinion on these topics leads back to my ethics, morals, and upbringing. These topics require people to really think about what is being asked. Most of my opinions on these questions are strictly yes or no, but some areRead MoreThe Moral Code Of Ethics924 Words   |  4 PagesEthics is the study of what is right or what ought to be, depending upon the action of individuals. The reason why the individuals, plays a major part in ethics is because the principles of right and the moral quality of a course of action depends on them. As human being, we are moved mainly to action and not by moral judgments alone. People in society today use a set of principles that have been written, modified, abused and constantly changes throughout the years. In contrary, we must acknowledgeRead MoreThe Foundation Of Morals And Ethics992 Words   |  4 PagesThe foundation of morals and ethics are guides to human behavior stemming from our intrinsic disposition as social creatures. Morals are defined as â€Å"social elements that tend to have greater social value in accordance with standards of right and wrong† and ethics as the â€Å"study of problems which seeks to discover how one ought to act† (PhilosophyLander Edu). As social creatures the fear of rejection or being judged as an outcast is frightening. This drives us to become a conformist avoiding the feeling

The Danger Of A Single Story - 1070 Words

â€Å"There s always room for a story that can transport people to another place.† (J.K Rowling). While this may be true for some stories, other stories tend to lead misbeliefs about a time period or place. That is what Chimamanda Ngozi Adichie explains throughout her telling of â€Å"The Danger of a Single Story.† She states how a story can mislead people to generalize how a place is or how the people are. Everyone at some point has heard a story that made them believe a misconception about a place. Adichie starts off her speech by introducing how the first stories she read made her believe that British people drank ginger beer even if she doesn’t even know what ginger beer is. Many stories about Africa impoverish it as a place with few resources with only the necessities needed to survive. She would later state how she grew up in a middle class family with parents with a job. Chimamanda Adichie claims that stories can create stereotypes and her purpose is to no t let one story influence a person’s thoughts on a person or place. Adichie starts off the speech by telling the story of her childhood. As a child, she wrote stories that her characters were white and blue-eyed, played in the snow, and talked about how lovely that the sun came out. From the books she read from foreign places, these stories describe the people as this so it leads Adichie to think that people from these places are like this based on the single story told by the books. She then talks about as a young girl, herShow MoreRelatedThe Dangers Of Singles Stories1372 Words   |  6 Pageslifetime people hear thousands of single stories from people, places, and things. This makes the passing of information very dangerous. A single story means, a limited viewpoint, or only seeing something from one angle. As proved in many cases, this is very dangerous in knowing the whole story from every perspective. In many cases the source you are hearing this from may have opinions or facts beyond the point adjusting your way of thinking. The dangers of si ngles stories was noted by Chimamanda NgoziRead MoreThe Danger Of A Single Story1158 Words   |  5 PagesAccording to the novelist Chimamanda Ngozi Adichie in the article, â€Å"The Danger of a Single Story†, she proclaims that when there is just one single story of someone or something, it can be detrimental to said subject. It can be detrimental to a group of people, because that one single story can make great people seem horrible. Having one single story about a beautiful place can make it sound terrifying. The world is multidimensional and having just one explanation of something, can make somethingRead MoreThe Danger Of A Single Story1489 Words   |  6 Pagesauthor, gave a stunning speech about â€Å"the Danger of a Single Story†. In her speech, she mentioned about negative consequences happening when people tend to form stereotypes based on a single story, the one-sided argument. The single story blindfolds our eyes and prevents us from seeing the complexity , diversity, and similarities that construct our world, just as Adichie says â€Å"these negative stories is to flatten my experience and overlook the many other stories that formed me† (12:56). Listening to allRead MoreThe Danger of a Single Story804 Words   |  4 PagesRanda ElFouly The Danger of a Single Story - A speech that was said by Chimamanda Adichie that inspired me to write this report. Chimamanda Adichie began talking about this thing she liked to call â€Å"a single story.† The Danger of a Single Story is about having a one sided perspective on different cultures and countries. She explains that she originally had a single story of writing because as a kid, all she had read were children’s books from America or England and all the characters in theseRead MoreDanger of a Single Story1661 Words   |  7 PagesReflection on â€Å"The Danger of a Single Story† By Chimamanda Adichie Why this all fuss about a â€Å"single story†? So what is a single story? Does this mean manipulation of ‘a single story’ by countless re-telling and thus creating an ‘entrenched’ view in our minds which we fail to challenge and investigate with a forward-looking vision? No wonder, this leads to a lot of assumptions, half-truths and stereotypes when this story is passed on from one to another. For example a lot of people thinkRead MoreLiterary Essay : The Danger Of A Single Story1091 Words   |  5 PagesThroughout a persons life they are bound to do one of the following; be apart of a single story, struggle with their identity or stereotype someone or something. Literature reflects this experience people have with their identity. The single story is something that affects everyone, consistently and can be seen throughout literature; everything and everyone has a single story. In The Danger of a Single Story, Adichie talks about its impact; this is also explored in Supamans lyrics, and HopeRead MoreThe Danger Of A Single Story By Nancy Mairs984 Words   |  4 Pagesof many overlapping stories. A single story confines a corner of the world to a generalized stereotype. Chimamanda Adichie in TED talk, The Danger of a Single Story, addresses that â⠂¬Å"if you hear a single story about a person or a country we risk a critical understanding.† Adichie also states, â€Å"a single story creates stereotypes, and the problem with stereotypes is not what they are untrue, but they are incomplete.† Adichie believes everyone is guilty in creating single stories and they are dangerousRead MoreThe Danger Of A Single Story By Chimamanda Ngozi838 Words   |  4 PagesIn her TED Talk â€Å"The Danger of a Single Story†, Chimamanda Ngozi Adichie shared her personal experiences on how the stereotypes that are presented in the literature towards people from other cultures would actually be misleading to the readers and have negative influence on their cross-cultural communication. The danger of a single story lies not so much in lacking of knowledge or understanding of people from other culture, but rather in people’s leaving no room and possibilities for themselves toRead MoreAdichies Speech : The Danger Of A Single Story982 Words   |  4 Pagesof seven, stories in pencil with crayon illustrations that my poor mother was obligated to read, I wrote exactly the kinds of stories I was reading: All my characters were white and blue-eyed, they played in the snow, they ate apples, and they talked a lot about the weather, how lovely it was that the sun had come out.† CHIMAMANDA NGOZI ADICHIE was born in Nigeria, at the age of nineteen she emigrated to the United States to study for college. In her speech, The Danger of a Single Story she talksRead MoreChimamanda Adichies The Danger Of The Single Story805 Words   |  4 Pagespossible way a particular story takes hold of the beliefs of a person. Chimamanda Adichie’s â€Å"The Danger of the Single Story,† talks about how the â€Å"single story† can take hold of not only a person, but a society, thus making that story the only story (Adichie 2009). This singular view of a particular group of people, place, or another topic i s usually defined in many different elements such as literature and power, all the way to poverty and dignity (Adichie 2009). The â€Å"single story† is produced narrow

Suicide And Suicidal Behaviours Health And Social Care Essay Free Essays

Abstraction Suicide is a major cause of mortality worldwide. It is a human calamity that accounts for an estimated one million deceases yearly. This translates to at least one decease ensuing from self-destruction every 40 seconds. We will write a custom essay sample on Suicide And Suicidal Behaviours Health And Social Care Essay or any similar topic only for you Order Now The magnitude of the job is farther compounded by the fact that the incidence of attempted self-destruction is about 25 times more than that of completed self-destruction. Every act of suicide impacts on at least six other persons. Suicide rates have increased by approximately 60 % over the last 45 old ages, therefore representing a major public wellness load. These rates are grossly underreported globally and many developing states, including Nigeria, do non hold meaningful records of deceases and their causes. There is dearth of information as respects the incidence of self-destruction and self-destructive behavior in Nigeria, with the exclusion of a few recent surveies. A systematic online reappraisal of published literature on self-destruction and self-destructive behavior in Nigeria was conducted and relevant articles reviewed. This article chronicles the development of research on self-destruction and self-destructive behavior in Nigeria, from isolated studies in the 1960s to more recent, large-scale epidemiological studies in the last decennary. It farther high spots the demand for an efficient system of wellness records with efficient certification of deceases and their causes, and a alteration in the state ‘s statute law with regard to suicide and suicidal behaviors. Writers Dr. J. O. Abdulmalik Consultant Psychiatrist, Department of Psychiatry, University College Hospital, Ibadan, Oyo State, Nigeria. Dr. O.O. Ayinde, Senior Registrar, Department of Psychiatry, University College Hospital, Ibadan. Alabi Omolabake Oluwadamilola Concluding Year Medical Student, College of Medicine, University of Ibadan, Ibadan, Oyo State, Nigeria. Alabi Adeleke Ifeoluwa, Concluding Year Medical Student, College of Medicine, University of Ibadan, Ibadan, Oyo State, Nigeria. All correspondence to: jfutprints @ yahoo.com, labek125 @ yahoo.com Introduction Mental, neurological and substance usage upsets make a significant part to the planetary load of disease ( GBD ) , which is estimated with the disability-adjusted life old ages ( DALY ) metric, assigned to each disease/disorder. The DALY is the amount of two composite steps: the old ages lived with disablement ( YLD ) and the old ages of life lost ( YLL ) due to a specified disease within the entire population. Suicide accounted for 1.8 % of the entire disease load as at 1998, but is projected to lift to 2.4 % by the twelvemonth 2020. [ 1 ] Mental and behavioral upsets are common, and will impact one in every four individuals at some clip during their lives. [ 2 ] The World Health Organization ( WHO ) defines suicide as ‘the act of killing oneself, intentionally initiated and performed by the individual concerned in the full cognition or outlook of its fatal result ‘ . [ 3 ] While several definitions exist, suicide merely means the knowing act of stoping one ‘s ain life. Suicide is the 3rd prima cause of decease among immature people, aged 15 to 44 old ages, and ranks second for striplings between ages 15 and 19 old ages old. [ 4 ] These studies have prompted the WHO to go smartly involved in runing to convey the public wellness load and impact of self-destruction to the attending of authoritiess, policymakers and the populace through the bite and airing of statistics, and the development of preventative plans. It is estimated that globally, about one million deceases occur from self-destruction every twelvemonth ; which approximately translates to one self-destruction decease every 40 seconds. The incidence of attempted self-destruction is 25 times more common than completed self-destruction. It is besides the most of import cause of violent decease worldwide, accounting for 49 % of all instances. Other major subscribers to violent deceases worldwide include homicide ( 32 % ) ; with struggles and wars doing up the staying 19 % . It should be borne in head that the act of perpetrating self-destruction, is neither a disease nor a pathological status ; but mental upsets are often found to be associated with it, particularly depression. [ 5 ] Beyond numbering the Numberss of self-destruction and suicidal efforts nevertheless, is the frequently undiscovered psychological load from feelings of guilt, sorrow and torment, which is frequently experienced by the household members and close associates of persons who commit self-destruction. Every act of self-destruction, affects averagely six other people, at the really minimal. [ 5 ] This impact becomes amplified, when a self-destruction occurs in a public state of affairs, such as in a school or work environment. Non-fatal suicidal ideas and behaviors normally precede successful suicide Acts of the Apostless and should be seen as of import calls for aid and intercession, when they occur. They may be classified into three classs: Suicidal ideation, which refers to ideas of prosecuting in behaviour, aimed at stoping one ‘s life. Suicidal program, which refers to the preparation of a specific method and readyings towards stoping his ain life. Suicidal effort, which refers to engagement in potentially self-injurious behavior with some grade of uttered purpose to decease. Etiology The undermentioned factors have been found to be associated with self-destruction. [ 6 ] Sociable: These include factors such as the absence of meaningful household ties or societal interactions which could ensue in egocentric self-destruction. Alienation or a interruption in the relationship between an person and the society due to societal or economic diverseness may ensue in alienated self-destruction ; while inordinate integrating and submergence into a given society may take to selfless self-destruction, supposedly for the greater good of that society. Psychological: This includes aggression and ill will turned inward against the ego, as stated by Sigmund Freud ; overpowering feelings of hopelessness as suggested by Aaron Beck ; and cognitive bottleneck of picks as observed by Edward Scheidman among persons with self-destructive inclinations. Biological: Self-destructive behaviors have been linked with lessened degrees of 5-hydroxytryptamine in the cardinal nervous system. Post mortem findings besides indicate low degrees of 5-hydroxytryptamine and some non-specific alterations in the noradrenergic system of self-destruction victims. Familial: Suicidal behaviours may run in households. A positive household history of self-destruction increases the hazard both for attempted and completed self-destruction. Medical: Chronic and enfeebling physical unwellnesss may increase the hazard for self-destruction. Mental upsets besides belong to this class and represent the most of import associated factors in self-destruction. Examples include depression ( associated with over 90 % of instances ) , intoxicant maltreatment, personality upsets, and schizophrenic disorder. Completed self-destruction is more common in males ; nevertheless suicide efforts and consider self-harm ( DSH ) are commoner among females and include Acts of the Apostless of toxic condition, cutting, and firing. Suicide is barely of all time the effect of a individual ground, but may instead result as a consequence of a multiple factors moving in concert to convey about such an act. These hazard factors have been classified into single, socio-cultural and situational factors, as depicted in Table 1. [ 1 ] Table 1: Hazard factors for suicidea? ° Individual Socio-cultural Situational Mental upset Stigmatization of health-seeking behaviour Fiscal troubles Alcohol or drug maltreatment Lack of entree to healthcare services, including mental wellness Social losingss and dislocation of important emotional relationships Hopelessness Cultural and spiritual beliefs lauding self-destruction as a baronial mercantile establishment in the face of personal troubles Ready entree to lethal agencies Previous self-destruction effort Exposure to suicidal behaviours, through the media and the influence of others who have died by self-destruction Nerve-racking life events Isolation and deficiency of societal support Aggressive inclinations Impulsivity History of injury or maltreatment Acute emotional hurt Major physical or chronic unwellnesss Family history of self-destruction a? °Modified from the WHO publication, â€Å" Public wellness action for the bar of self-destruction: a model, WHO ; 2012 † . GLOBAL SITUATION AND TRENDS Suicide rates have increased by 60 % worldwide, in the last 45 old ages, with an estimated planetary incidence rate of 16 per 100,000. [ 7 ] This tendency is happening despite the betterments in the acknowledgment and direction of depression and other mental upsets, and the increased handiness of newer medicines with better and more tolerable side effects. The incidence of self-destruction is normally reported as a rate per 100,000 on a state footing. States such as Sri Lanka, Lithuania, Russia and Belarus which record 30 or more deceases per 100,000 are classified as high rate states. States with Numberss runing from 10 to 29 per 100,000 such as Japan, Hungary, and China have in-between rates ; while those states with fewer than 10 suicide deceases per 100,000 ( e.g. Syria, Jamaica, Egypt ) are classified as low rate states. [ 7 ] However, these rates may really be misdirecting as they do non convey the true extent of the job. For illustration, China has a suicide rate of about 25/100,000, which places it in the in-between scope but it accounts for the largest figure of human deceases from self-destruction yearly, with 287,000 reported suicide deceases ; therefore accounting for about a 3rd of the planetary mortality from self-destruction in a twelvemonth. [ 8 ] Similarly, India ‘s rate of 10/100,000 topographic points it marginally in front of states with low rates, but India is 2nd to China in the figure of suicide deceases recorded per twelvemonth, with reported figures of about 110,000 suicide deceases. [ 9 ] Khan, illustrated the deceptive nature of trusting wholly on these rates, without seting them in the larger context of the state ‘s population. He utilized comparative analysis utilizing the available figures, and showed that four states with high self-destruction rates: Lithuania, Russia, Estonia and Latvia have a combined entire figure of suicide deceases that is less than the entire figure of suicide deceases from India entirely, which is hardly above a low rate state. [ 10 ] Unfortunately, similar country-wide informations is non uniformly available across the Earth. Indeed, several states, including Nigeria, do non routinely cod decease records and have no describing systems to document the causes of decease. These non-reporting states exceed 50, and include states with populations totaling over 100 million people such as Indonesia, Pakistan and Bangladesh. [ 11 ] There is a dearth of research on self-destruction from developing states. Very small is known about self-destructions in many African states, including Nigeria. [ 12 ] Mental unwellness is seldom mentioned or is implicated in merely a little figure of self-destructions. The bulk of available studies in developing states are based on hospital necropsy studies or constabularies informations, neither of which would normally document psychological factors involved in self-destructions. Suicide is no longer a condemnable offense in any developed state but continues to be criminalized in many developing states, including Nigeria. Religious and societal factors besides continue to act upon the diagnosing and registering of self-destructions. Families do non unwrap the true nature of the act, for fright of torment by constabulary and the attendant societal stigma that would accrue from such revelations. Alternatively they are more likely to declare the decease an accident or in some instances, a homicide. [ 13 ] THE NIGERIAN CONTEXT There is dearth of information about the epidemiology of self-destruction in Nigeria. Suicides are by and large reported to be rare in less developed states. This is partially attributable to the routinely hapless records of decease and its causes. In a survey that evaluated medical examiners ‘ studies over a four-year period ( 1957-60 ) in the Western Region ( now broken down into several provinces ) of Nigeria, Asuni concluded that the self-destruction rate in Western Nigeria was really low. He reported higher rates of self-destruction in the rural countries compared to urban parts. [ 14 ] Some of import hospital-based surveies have besides provided utile penetration into this job. A reappraisal of reported instances of attempted self-destruction from the three largest infirmaries in Benin City ( Specialist, Uselu Psychiatric Hospital and the University Teaching Hospital ) indicated that the incidence had non increased over the four-year period crossing 1978 to 1981, during which the norm petroleum suicide effort rate was 7 per 100,000. The commonest age group was among adolescents aged 15-19 old ages ( 39.4 % ) , while about nine out of 10 triers ( 87 % ) were aged 30 old ages and below. The most of import predisposing factors reported were mental unwellness ( 32 % ) and parental struggle ( 24 % ) . There was no important gender difference. [ 15 ] In a six-month prospective survey of 39 instances of deliberate ego injury reported in the three major infirmaries in Ibadan, Nigeria ; Odejide et al. , found that about eight in 10 ( 76.9 % ) were under the age of 30 old ages ; and merely over half ( 51.3 % ) were pupils, while 25.6 % were manual workers. The commonest methods used were consumption of chemicals and psychotropic drugs. [ 16 ] Nwosu and Odesanmi, in a survey carried out in the Teaching Hospital, Ile-Ife, Nigeria, that was based on medico-legal necropsy studies, reported the self-destruction rate as 0.4 per 100,000 populations, with about four times as many males perpetrating self-destruction when compared to females ( ratio of 3.6:1 ) . The bulk of the self-destructions were committed by the consumption of Gammalin 20 and usage of the local Dane gun. [ 17 ] Large-scale epidemiological surveies have been late conducted among grownups. A nationally representative epidemiological survey, covering 21 out of the 36 provinces in Nigeria was conducted by Gureje et al. , among 6752 grownups, to measure for self-destruction related results, and their association with mental upsets and a history of childhood hardship. They reported prevalence of self-destructive ideation, program and efforts were 3.2 % , 1 % and 0.7 % severally. The presence of mental upsets, particularly temper jobs significantly correlated with suicide results, while a history of early childhood hardship was identified as a hazard factor for life-time self-destruction effort. [ 18 ] Uwakwe and Gureje besides examined the relationship between comorbid mental and substance usage upsets with self-destructive behaviors in the Nigerian study of mental wellness and wellbeing. They found that individuals with lifetime self-destruction efforts were more likely than those without efforts to hold experienced lifetime DSM-IV upsets. Lifetime triers were besides more likely to hold comorbid conditions. Eleven per centum of individuals with a lifetime history of self-destructive effort had three or more co-occurring upsets, as compared with merely 0.4 % of individuals with no history of life-time efforts. Controling for the effects of comorbid conditions suggests that while temper upsets may be independently associated with self-destructive results, comorbidity partially explains the association of anxiousness upsets and about to the full histories for the association of substance usage upsets with self-destructive results. The writers hence concluded that comorbidity is an of import factor in the association of mental and substance usage upsets with self-destructive behaviour in this environment. [ 19 ] Furthermore, Oladeji and Gureje, besides established a relationship between parental mental upsets and suicidal behavior in their progeny. The presence of panic upset and substance maltreatment in the parents were found to be associated with self-destructive ideation in the progeny, but merely parental panic upset was found to be related to suicidal efforts. The suggestion therefore, is that upsets of anxiousness and impulse control may play some function in the ascertained form of familial suicidal behaviors in their progeny. [ 20 ] Large graduated table surveies have besides been conducted among immature people in Nigeria. Omigbodun et al. , conducted a survey to set up the prevalence and associated psychosocial correlatives of self-destructive ideation and efforts among immature Nigerians, which revealed that, of the 1,429 young persons who were assessed, over 20 % reported self-destructive ideation and about 12 % reported that they had attempted suicide in the preceding twelvemonth. The survey reported the rates of both self-destructive ideation and efforts as care towards the upper bounds of acceptable rates for young persons. [ 21 ] The 2nd survey evaluated the presentation and psychosocial issues associated with preadolescent suicidal attempts utilizing the ‘hanging ‘ method in Nigeria, and reported the being of the undermentioned mental wellness jobs: depression, behavior jobs, oppositional defiant upset and impulse control jobs. Other factors found to be associated with these self-destructive behavior included nerve-racking life events such as household break, physical maltreatment, and strong-arming at school. [ 22 ] The form of attempted self-destruction in the Nigerian military context has besides been studied by Okulate. He described the features of patients who attempted self-destruction and examined the differences between the self-destruction triers and a group of non-suicidal, affectional upset patients at the Department of Psychiatry, Military Hospital, Yaba, Nigeria. The survey revealed that self-destructive effort patients constituted 0.37 % of all admittances during a five-year period, and 60.8 % of them were under the age of 30 old ages. The Numberss of male and female patients were about the same. Depression and acute emphasis reaction were the normally associated diagnosings. While military dependants often ingested substances in their self-destruction efforts, military forces used more violent methods such as hanging and self-stabbing, but none used pieces. Compared with non self-destructive patients, suicide triers were more likely to be single and to hold a household history of m ental upset. [ 23 ] The highest hazards for passage from self-destructive ideation to planning, and from be aftering to attempted self-destruction normally occurs within the first twelvemonth of holding either the ideation or program. Other hazard factors for a life-time self-destructive effort include dysfunctional household backgrounds ; such as drawn-out separation from biological parents, high degrees of domestic struggles, childhood hardship, physical maltreatment and being nurtured by a adult female with a history of depression, anxiousness or self-destructive effort. [ 18 ] Refering the hazard and methods of suicide employed in Nigeria, new forms appear to hold emerged. HIV/AIDS has emerged as an extra hazard of self-destruction. [ 24,25 ] Other emerging hazards include the cyberspace and societal media every bit good as terrorist act and self-destruction bombardment which though foreigner to Nigerian society, appears to hold come to remain. Burning with kerosene [ 26 ] , cutting one ‘s pharynx [ 27 ] and bring downing perforating abdominal stab hurt on oneself [ 25 ] are besides new but upseting methods of trying and finishing self-destruction in Nigeria. Prevention STRATEGIES Suicide bar is having increased attending in many developed states, but remains mostly ignored in developing states like Nigeria. There are no easy solutions to the job of self-destruction in developing states, given the serious deficiency of resources and low precedence given to mental wellness. There is besides the extra job of limited research on self-destruction in developing states, doing it imperative to trust on bar schemes that have been proven to work elsewhere but non in developing states. Furthermore, due to the unfavorable attitude towards self-destruction and mental unwellness, every bit good as the punitory legal demands for self-destructive behavior, self-destruction continues to be under reported in developing states, doing it hard to carry on research or develop and prove bar schemes. The World Health Organization has identified suicide as an progressively of import country of public wellness and has issued guidelines to member provinces in order to develop and implement coordinated and comprehensive national and international schemes. It has besides included self-destruction as one of the nine precedence conditions in the late launched mhGAP Intervention manual for scaling up services for mental and neurological conditions globally. The mhGAP manual is designed to function as a preparation manual for non-specialists in the designation and proviso of intercession for precedence mental wellness conditions, as a manner of cut downing the immense intervention spread in several parts of the universe. [ 28 ] There is grounds for the effectivity of two major schemes for forestalling self-destruction. [ 29 ] These include limitation of entree to lethal agencies and developing programmes for primary attention physicians to heighten early acknowledgment and intervention of depression with or without self-destructive ideation. Both attacks should be utile in our scene, but the latter attack to heighten the ability of general practicians, primary wellness attention workers and all other cells of wellness professionals to acknowledge and offer intercessions for depressive upsets is of important importance. Suicidal behaviors are besides strongly associated with the presence of mental upsets. In a underdeveloped state like Nigeria an of import measure towards suicide bar will be to cut down the stigma associated with mental wellness jobs. A reappraisal of the state ‘s Mental Health Policy and Legislation, to comprehensively turn to the current challenges of mental upsets, and their complications, including self-destruction and self-destructive behavior is long delinquent. These attempts should besides take for the decriminalisation of self-destructive behaviors in our Torahs. These stairss will be meaningless, if our wellness records and describing systems are non reformed to include mortality rates and the certification of the causes of deceases. This should assist in determining the self-destruction rates in the state, and supply a platform for utile planning and the execution of suicide bar schemes. Focused research in this country should be promoted, particularly with regard to placing hazard factors, get bying mechanisms, protective factors and possible intercessions to minimise the calamity of self-destruction and self-destructive behavior in this environment Decision In this work, the writers have demonstrated that self-destruction and suicidal behavior are a public wellness issue, merely like in other states of the universe. Like in other parts of the development universe merely a modest volume of research has been conducted on the topic in Nigeria, reflecting the deficiency of involvement of clinicians, research workers, policy shapers and, possibly, research grant suppliers on the topic. For better self-destruction research which should ensue in better bar schemes, it is imperative that self-destruction be decriminalized. Cultural and spiritual factors forestalling people from describing and stigmatising self-destruction should besides be addressed through public enlightenment runs. An betterment in the mortality records, that besides specifies the causes of decease should be ensured at all degrees of attention. It might besides be helpful if the WHO could leverage on member states to roll up and supply one-year self-destruction rates in their legal powers. Finally, self-destruction is a public wellness job that requires a multidisciplinary attempt at question, bar and direction. The earlier this is realized in the Nigerian context, the better for our emerging mental wellness attention. . How to cite Suicide And Suicidal Behaviours Health And Social Care Essay, Essay examples

Organizational Behavior which is Followed in Netbay Internet

Question: Discuss the organizational behavior which is followed in Netbay Internet. Answer: 1.0 Introduction In this assignment the researcher has discussed the organizational behavior which is followed in Netbay Internet. Netbay Internet is an internet service provider in Australia (Netbay.com.au 2016). Netbay Internet has provided internet service in Australia for a period of near about ten years. The organization is mainly located in Victoria and provides services almost across Australia. The organization mainly provides internet services in houses and offices through Broadband and dial-up connections. Near about 300 hundred employees are looking after the services of the organization (Netbay.com.au 2016). This assignment will discuss the present organizational culture and organizational structure of the organization. 2.0 Discussion 2.1 Organizational culture of Netbay Internet Organizational culture in an organization may be understood as the behavior and the values of the employees in any organization. Organizational culture creates a unique social and psychological environment within an organization. According to Ater, Givati and Rigbi (2014), employees in organizations are composed of people from different religions and cultures and this can be seen in Netbay Internet. The Chief Executive Officer of the organization takes the main decision in the organization and others execute the orders. Therefore, aggressive culture prevails in the organization and this creates confusion among the employees. The education level of the employees in the organization is also different. It is often seen that the employer of the organization do not communicate transparently with the employees about their strategies and this in turn leads to miscommunication among the employees of the organization. Behavior and attitudes of the employees in the organization is an important part for the proper functioning of Netbay Internet. Netbay Internet is planning to change the mindsets of the employees in the organization with the inclusion of values, respect and integrity within the organizational culture (Bakay 2015). This will help the employees of the organization to build collaboration and develop good interpersonal relationships among each other. Effective collaboration among the employees is missing in the organization. The employees are not properly communicated with each other. This has created miscommunication with the employees and top management. Openness is also another important characteristic which is missing in Netbay Internet. In the initial days, the employees in the organization were afraid to speak to the top management about their problems. Therefore, a community has been created by the employees of the organization through which their messages are communicated to the top management. However the community is not so strong in the organization. In the organization Netbay Internet training is not provided to the employees. This often creates a problem for the new joiners in the organization. New technology is also introduced by the organization to meet the requirement of the customers. However no training facility is provided to the employees to cope up with this new technology. This process has made the employees of the organization unsatisfied. Rewards and reorganization are not considered by the employer of the organization. This demotivates the employees in the organization. The pay packages of the employee are also not up to mark with the standard industry. The employees within the organization are also not promoted to the next higher level. All these have made the employees speak a bad mouth about the organization. 2.2 Organizational structure of Netbay Internet The organizational structure shows the different activities which are followed in an organization. Netbay Internet follows a centralized power structure. In this structure, the Chief Executive Officer (CEO) of the organization generally takes the main decision and other members execute the functions (Ljungholm 2014). The organization Netbay Internet has three departments. They are the Marketing Department, Information Technology Department and Human Resource department. Figure 1: Organizational Structure of Netbay Internet (Source: Created by the author) The organization Netbay Internet generally follows autocratic leadership structure. In this autocratic leadership structure the organization follows centralized power structure. In this structure the top management takes the decision and the other employee only follow the orders. The organizational structure is composed of three departments. Each department has managers who look after the different activities. Netbay Internet is also overloaded with lot of mangers. This often creates problem within the organization. Different mangers have different views and this lead to conflict among the employees. Therefore the organization cannot reach its goal effectively. The marketing department of Netbay Internet takes part in developing the brand name of the organization. The marketing manager takes decision regarding the advertisement of the organization through the television or radio. The Internet is also used by the marketing manager to promote the services (Wittman 2014). The Information Technology department in Netbay Internet is responsible for purchasing and maintaining the network equipment (Lazaroiu 2015). Network manager has to maintain the server in the organization. The human resource manager of Netbay Internet looks after the wellbeing of the employees. The human resource manager looks after the recruitment, training, safety and payroll of the employees (Douma 2015). He or she also looks after the attendance of the employees and maintains a good relationship with the employees. This activity has improved the efficiency of the employees The employees within the organization also lacks in specialization. As the employees in the organization are not specialized they often come across different types of problem. The problems cannot be easily solved and this reduces the productivity of the organization as a whole. The organization is facing problems because of lack of specialization. In the structure followed by the organization decisions are taken by the top management. Lower level employees only execute the orders of the top management. The lower level executives cannot make any decision. All these hamper the functioning of the organization. 3.0 Recommendation In the organization Netbay Internet aggressive culture is followed. The CEO is the main decision maker in the organization and others have little part in it. So in order to resolve problem following recommendations are taken by the organization. To introduce a transparent policy in the organization. To prevent employee harassment by introducing new rules. To introduce decentralize power structure, where junior level employees can take decision. To introduce relationship-driven approach in the organization. Warm and friendly relation is developed by the employees of the organization through relationship driven approach. Through a relationship-driven approach, the customers of the organization are handled effectively and efficiently. This process has increased the revenue generation of the organization. Rewards and reorganization should be introduced in the organization. Rewards should be mainly in the form of monetary benefits. This will motivate the employees to give their best efforts. The best employee of the year can also enjoy a free trip to Singapore with their family. This process should motivate the employees in Netbay Internet to give their best efforts. The employer should have arranged a training facility for the new recruits in the organization. The new joiners are given training for a period of 30 days in the organization. In these 30 days, the new joiners are trained about their activities and procedures to be followed in the organization. The first fifteen days are in-house training and the remaining fifteen days are on the job training. Along with these, the employees in the organization are also trained when a new technology is implemented in the organization. Therefore such training will help the employees in the organization to carry out their activities and thereby improve the productivity of the organization. To reduce the pressure of the employees by introducing fun session. 4.0 Conclusion The researcher has thoroughly discussed the organizational structure in Netbay Internet. Effective collaboration among the employees in the organization increases the productivity of the organization. Rewards and recognitions are also discussed by the researcher. A brief description of the organizational culture is also described by the researcher in this assignment. The researcher has also discussed about the recommendation which will solve problems in the organization. References Ater, I., Givati, Y. and Rigbi, O. 2014, "Organizational structure, police activity and crime",Journal of Public Economics,vol. 115, pp. 62-71. 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